Lead and let Lead

Last weekend was really lucky for having the opportunity to facilitate my 1st Management 3.0 workshop in English. It was one of my challenges since i arrived to Sydney almost 2 years ago but never found the right moment to make it happen. As part of my non-procrastination personal strategy i advertised and organised the event in less than 1 month. Challenge really hard to achieve in Sydney where these decisions use to take several months.

Anyway, after a week of extreme work, we were 13 people there in room 13.13 challenging all the numerical bad luck (specially because my M3.0 registration ID is 3113) and ready to learn and share knowledge and experiences from each other, not just from me, the facilitator.

The content of Management 3.0 has always amazed me cause it brings a fresh approach to management itself and to organisational (re)design. Despite the toughness. This approach is full of possibilities where you can stay enjoying the surface of the real complexity and getting the benefits of its practices and tools, or it can be a trigger to go into the rabbit´s hole to reach top level conversations that go from new approaches to budgeting models to psychological aspects to consider as a leader in your organisation.

I really love this game. And was great having the opportunity to share last weekend with a top notch group of professionals who pushed me to deliver my best. Not easy challenge, indeed!

The workshop is designed to share a bit of (boring) theory on Agile Management and Complexity Thinking, required basement to clearly understand why we need a new management paradigm before jumping into the pure M3.0 model. Even tho, each module is complemented with key activities and debriefing exercises for participants to share their own thoughts.

The greatness of this format is 49% on the facilitator and the Management 3.0 content and 51% on the participants (sometimes is more 20-80%). From their passion, real interest and experience will come the best outcomes of this workshop. And it was exactly what we all received last weekend.

The Managements dimensions we explored in the workshop go from the individual person to the whole organisation. And we shared small chunks of theory with key practices in the 6 main dimensions of the model:

Energise People explores the difference between intrinsic and extrinsic motivation, the 10 intrinsic desires and common techniques to understand what is important to people in your teams.

Empower Teams focus on self-organisation and how managers can (easily) create the conditions for success. Empowerment, sense of ownership, distributed authorisation and decision-making models in the organisation based on trust are key ingredients to make it happen.

Align Constraints revolves around setting clear goals and a sense of purpose that channels energy in the right direction while giving enough space to experiment, learn and fail safe.

Develop Competence explains how and when to apply the seven approaches of competence development in order to grow high performing teams. Measuring competence in complex adaptive environments as well as recruitment best practices are discussed.

Grow Structure to redesign our organisations to become a true Value Driven system. To make sure the whole organisation structures are catalysts (and not barriers) to growth.

Change Management (a.k.a Improve Everything) brings together 4 key models to evaluate the main 4 dimensions of our system to help us understand where we are and which are our next transformational goals.

Bellow i share some of the great moments during the workshop. Thanks to all participants to make it happen 🙂

My biggest To-Improve commitments from those days are:

  • Free my schedule before the workshop. Do not over-commit to other tasks on days previous to the workshop. I’ll need all my habitual energy plus a Big Extra charge.
  • Lead and let Lead. Make everyone part of the experience. Contents are tough and is always hard to make everyone follow the learning flow i designed. Active listening and Inspection & Adaption are key to give participants what they truly need at any time. Sometimes is just being silent and enjoying listening their conversations.
  • Timebox key activities to be able to go through all key part of the workshop.
  • Plan enough buffer time to allow rich conversations to happen (and act clearly to cut off-topics). Allowing conversations between participants bring the opportunity for them to share their own visions and for me to check the level of understanding of the topic.
  • Explain with more detail the room requirements to the logistics team to allow the group to run the exercises in a comfort space.
  • Excellent food and coffee are a must.
  • With high-experienced groups 2 days could be too short. Thinking about a 3-day Full-immersion workshop. Stay tuned!

In addition, preparing and facilitating the workshop have showed me (again) the huge benefits of the Management 3.0 model that helps easily to identify key aspects of any transformational initiative. For me, now focused in preparing organisations to achieve True transformation is a key asset in my toolbox.

As Jurgen Appelo says: All models are wrong. Some as useful. And I can tell from my own experience that Management 3.0 meta-model is really useful if you don´t apply it but dance with it in your system.

P.S: Advertisement: Check our website if you want to participate in our next Management 3.0 workshop on 3rd & 4th May in Sydney CBD.

May the M3.0 be with you!

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